Canadian HR Reporter

Congratulations The Chartered Professionals in Human Resources of British Columbia & Yukon is proud to celebrate the finalists for the 2019 Professional Awards. To learn more about these exceptional finalists please visit PeopleTalkonline.ca. Award of Excellence: HR Professional of the Year Award Finalists This Award is given to a CPHR BC & Yukon member who contributes to an organization by achieving significant business results, and by demonstrating exceptional leadership both as a personal and professional role model. Rising Star Award Finalists The Rising Star Award recognizes a CPHR BC & Yukon member, within the first five years of their HR career, who has made a positive impact to their organization and shows the potential to go far within the profession. Miranda Birkbeck, cphr candidate HR Advisor, First Western Credit Union Stuart Heaven, cphr Senior Manager, Staffing Division, TPD Kristine Sultmanis, cphr candidate HR Assistant, Canadian Forces Morale and Welfare Services Sheri Hamilton, cphr Associate Vice President, Human Resources, SASCU Michelle Lewis, cphr Director, Human Resources, TransLink Deborah Maynard, cphr Director, HR and Volunteer Engagement, Coast Mental Health WE AS KE D, YO U AN SWE R E D. . . "How can HR most greatly impact the workplace experience factor?" Andrea Duke, cphr HR Consultant, TPD Vancouver, BC Employee needs and wants are becoming increasingly diverse. While we can't satisfy everyone, we can satisfy more employees by finding ways to personalize the workplace experience. Some examples are: candidate experience, total rewards, training, development, recognition, performance management, work schedules and workspaces. If I were to start with one aspect it would be individualized career development planning — short and long term goals and activities planned in reference to career advancement and development aspirations and employee's unique strengths and potential. According to Mercer's 2015 study, "Employee Views on Moving Up vs. Moving On," more than three- quarters of employees would "stay with their current employer if they knew their career path." Personalized career development plans combined with regular and person- alized feedback can go a long way in strengthening the employee-employer relationship, staying relevant to your employee needs and improving the overall workplace experience. Sandy Sidhu, cphr candidate HR Specialist, Delta Hotels Kamloops Kamloops, BC HR impacts the workplace experience factor throughout the complete lifecycle of the employee. An important piece for HR starts during the interview process where HR can help shape the candidate's perception of the organiza- tional culture and ensure the mindset and values of the candidate match those of the organization. Making sure values align for both the candidate and organization ensures a positive workplace experience and culture for both new and current employees. By understanding current trends, values and needs of current and future employees, HR is able to facilitate programs and initiatives such as onboarding, professional development, wellness and other programs. More importantly, HR can help facilitate a workplace experience comprised of positive leadership practices, supportive management, creation of meaningful work and fun at work. Although HR may provide guidance on the workplace experience, it is employees at all levels who really shape, influence and impact the overall work experience and culture. Laura Westwick, cphr HR Programs Coordinator, Municipality of North Cowichan Cowichan, BC If forced to pick only one way in which HR can most greatly impact the workplace experience, I believe it is in its role as a change agent. Organizations which invite HR to be a proactive participant in the change process are better prepared to support their employees through those changes. Issues such as timing, who will be affected by the changes and how they will be communicated, are given appropriate consider- ation —easing some of the burden for frontline managers who may be tasked with implementation and reducing employee anxiety caused by inadequate planning. Also, HR professionals who sit at the senior leadership table help to shape the corporate culture by questioning and assessing how planned changes align with the organization's strategic vision and values. Research is finding a strong correlation between employees who feel happy and valued at work and those who say their company has a strong corporate culture. Amneet Sidhu, cphr candidate HR Officer, BC Diabetes Vancouver, BC HR impacts work experience in many aspects, but increasing employee engagement through rewards, social events and continuing education can prove beneficial for all parties. One significant way HR can impact the workplace is by investing the time to get to know an employee's passion, interests and motivating factors. After acquiring that knowledge, HR will not only create a truer sense of connection with the employee, but be able to incentivize appropriately. As an HR professional, I find yearly lump-sum amounts like Christmas bonuses to become powerless over time and will not necessarily lead an employee to feel part of the team, hence, reducing productivity. It is vital for all organizations to provide employees with consistent opportuni- ties or rewards to grow in their careers and to invest in them at a personal level. Employee motivation comes from within, so when HR recognizes that, they can create the right environment to ensure engagement and motivation remains strong.

• Cover